Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature

hayes b, bonner a & pryor j (2010) Journal of Nursing Management 18, 804–814
Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature Aim To explore and discuss from recent literature the common factors contributing to nurse job satisfaction in the acute hospital setting. Background Nursing dissatisfaction is linked to high rates of nurses leaving the profession, poor morale, poor patient outcomes and increased financial expenditure. Understanding factors that contribute to job satisfaction could increase nurse retention. Evaluation A literature search from January 2004 to March 2009 was conducted using the keywords nursing, (dis)satisfaction, job (dis)satisfaction to identify factors contributing to satisfaction for nurses working in acute hospital settings. Key issues This review identified 44 factors in three clusters (intra-, inter- and extra-personal). Job satisfaction for nurses in acute hospitals can be influenced by a combination of any or all of these factors. Important factors included coping strategies, autonomy, co-worker interaction, direct patient care, organizational policies, resource adequacy and educational opportunities. Conclusions Research suggests that job satisfaction is a complex and multifactorial phenomenon. Collaboration between individual nurses, their managers and others is crucial to increase nursing satisfaction with their job. Implications for nursing management Recognition and regular reviewing by nurse managers of factors that contribute to job satisfaction for nurses working in acute care areas is pivotal to the retention of valued staff.     

Nurse Practitioner Satisfaction: Identifying Perceived Beliefs and Barriers

PurposeThe purpose of this study was to identify opinions of nurse practitioners (NPs) regarding job satisfaction and barriers in a Midwest area encompassing counties in 2 states with dissimilar statutory regulations.Data SourcesThe Misener Nurse Practitioner Job Satisfaction Scale was mailed to 522 family NPs living within targeted counties.ConclusionsJob satisfaction scores revealed minimal global satisfaction. Highest scores included time for direct patient care, autonomy, and challenge. Dissatisfying factors involved reward opportunities, bonus availability, and research involvement.Implications for practiceIdentifying and addressing satisfaction and barriers to career fulfillment to promote increased workplace contentment and career longevity     

1640名陕西省综合医院护士职业满意度现状及影响因素分析

目的 调查陕西省综合医院护士的职业满意度现状,并分析其影响因素。方法 采用多阶段整群随机抽样的方法,于2018年3—7月从陕西省10个地级市中随机抽取西安市、宝鸡市、延安市3个地级市的8所综合医院1 640名在职护士,采用一般资料调查表、职业满意度量表、职业观量表、职业压力量表、护理业务实施量表、社会支持量表和组织承诺量表进行调查。采用多元线性回归分析护士职业满意度的影响因素。结果 护士的职业满意度平均分为（3.36±0.52）分,职业观总均分为（3.95±0.45）分,职业压力总均分为（2.30±0.54）分,护理业务实施总均分为（4.14±0.58）分,社会支持总分为（31.10±5.80）分,组织承诺总均分为（3.42±0.56）分。多元线性回归结果显示：组织承诺、职业观、职业压力进入回归方程（P<0.05）,共解释护士职业满意度总变异的56.8%。结论 本组陕西省综合医院护士职业满意度处于中等水平,护士的组织承诺水平、职业观水平、职业压力是其职业满意度的主要影响因素。建议护理管理者重点关注组织承诺水平低、职业观水平低和职业压力大的护士,帮助其制定可行的职业生涯规划,提高其对组织价值观和组织文化的认同度;不断加强职业观教育,努力改善护士工作环境和福利待遇,提高其组织承诺水平;降低护士专业负担和业务负担,改善护士工作环境并优化资源配置,促进团队沟通,以降低护士职业压力;从而提高其职业满意度。     

Job satisfaction among Iranian hospital-based practicing nurses: examining the influence of self-expectation, social interaction and organisational situations

ravari a ., bazargan m ., vanaki z . & mirzaei t . (2012) Journal of Nursing Management  20, 522–533 Job satisfaction among Iranian hospital-based practicing nurses: examining the influence of self-expectation, social interaction, and organisational situations Aim The influence of self-expectation, social interaction, and organisational situation on job satisfaction among nurses is examined. Background Understanding determinants and correlates of job satisfaction are important factors that help to reduce the problem of nurse attrition. Methods Utilizing the Hybrid Model of concept development, job satisfaction was examined in three phases: (1) the theoretical phase, a working definition and the dimensions of job satisfaction were established; (2) the fieldwork phase, a qualitative semi-structured interview was employed to capture participants’ perceptions of the concept; and (3) the analytical phase, the experiences of nurses were evaluated using the conceptual model. Results The results indicate that personal beliefs, rather than social interaction or organisational situation, constitute the core of job satisfaction. Conclusions Despite the variety of dissatisfaction factors rooted in social interaction and organisational situation, participants achieved the highest job satisfaction when trusting in self-value systems and the spiritual value of their job objectives. Implications Intervention is needed to increase organisational and professional support for nurses. However, highlighting the sacred and spiritual value of the nursing profession, which is rooted in religious values and culture, provides additional reinforcement for enhancing the job satisfaction among this segment of health care providers.     

The impact of nurse empowerment on job satisfaction

Title. The impact of nurse empowerment on job satisfaction. Aim. This paper is a report of a study conducted to test Kanter’s organizational empowerment theoretical model specifying the relationships among demographics, structural empowerment, and job satisfaction. Background. Empowerment has become an increasingly important factor in determining nurses’ job satisfaction in current restructured work environments in China. Methods. A correlational, cross‐sectional design was used to test Kanter’s organizational empowerment model with a sample of 650 full‐time nurses employed in six Chinese hospitals in 2007, with a response rate of 92% (n = 598). The instruments used were the Demographic Data Questionnaire, Conditions of Work Effectiveness Questionnaire‐II, and Job Satisfaction Scale. Results. The three lowest scoring items for Conditions of Work Effectiveness Questionnaire‐II were resources, opportunity and informal power. The job satisfaction items revealing most dissatisfaction were workload and compensation, professional promotion, amount of work responsibility, work environments, and organizational policies. A statistically significant positive correlation was found between empowerment and job satisfaction (r = 0·547, P < 0·01). The demographic factors influencing empowerment were work objectives and age. The influencing factors for job satisfaction were work objectives and education level. Conclusion. The results provide support for Kanter’s organizational empowerment theory in the Chinese nurse population. Nurses who view their work environments as empowering are more likely to provide high quality care. Enhancing empowerment in a supportive environment would allow nurses to experience satisfaction with their jobs.     

北京市二级甲等医院合同制护士工作满意度调查分析

目的：调查分析北京市二级甲等医院合同制护士工作满意度现状及相关因素,为规范合同制护士管理、稳定合同制护士队伍、提高护理质量提供科学依据。方法：采用问卷调查法,调查北京市18家二级甲等医院的合同制护士356人。结果：合同制护士工作满意度平均得分为3.08±0.55分,总体满意度较低,不满意的占45.5%;满意度最低的项目是福利待遇和专业发展机会;工作压力与工作满意度呈显著负相关。结论：提高福利待遇、创造职业发展机会、减轻工作压力是提高合同制护士工作满意度的有效途径。     

Job satisfaction of Italian nurses: an exploratory study

AIM: The purpose of this research was to determine the factors that lead to feelings of job satisfaction and dissatisfaction experienced by nurses operating in three Italian hospitals. BACKGROUND: A high level of job satisfaction is related to a feeling of well-being, productivity and patient satisfaction. Furthermore, job satisfaction is considered capable of reducing turnover and absenteeism. METHOD: Data were collected using the narrative interview technique. Sixty-four interviews were undertaken, resulting in the collection of 381 stories: 207 referring to job satisfaction experiences and 174 referring to job dissatisfaction experiences. RESULTS: The five job satisfaction factors are: job content; professional relationships; responsibility, independence and professional growth; relationships with patients and their families; and relationships with coordinators. The four job dissatisfaction factors are: coordinator management style; activity programming and organization; relationships with doctors; and relationships with patients. CONCLUSIONS: Results indicate that the present nursing management techniques should be improved to become more effective in increasing job satisfaction. To be more precise there emerge three separate areas of improvement: investment in professional training and managerial training; renovation of organizational models; and permanent monitoring of job satisfaction.     

临床护士幸福进取感在工作满意度与职业认同中的中介效应

目的 探讨临床护士积极心理健康在职业认同与工作满意度中的中介效应.方法 采用幸福进取者调查问卷、工作满意度调查表及护士职业认同调查问卷对300名临床护士护士进行调查.结果 临床护士工作满意度程度为57.30％,工作满意度不同程度的临床护士的幸福进取感及职业认同感存在显著性差异（P＜0.01）,幸福进取感不满意得分为（2.31±0.26）,低满意得分为（3.68±0.42）,高满意得分为（4.59±0.38）,各维度得分比较差异有统计学意义（F=7.68,P＜0.01）;护士职业认同问卷不满意得分为（55.24 ±6.37）,低满意得分为（63.35 ±5.46）,高满意得分为（82.49 ±7.62）,各维度得分差异有统计学意义（F=9.34,P＜0.01）,幸福进取感各维度与工作满意度及职业认同感存在正相关性（r =0.226 ～0.337,P＜0.01）.结论 临床护士工作满意度不高,工作满意度及职业认同受积极心理健康的影响.     

护理管理者变革型领导行为与护理人员工作满意度的相关性研究

目的调查目前护理管理者变革型领导水平及护理人员工作满意度的现状,分析变革型领导对工作满意度的影响,并探索两者的相关性。方法采用问卷调查法对哈尔滨市一所三级甲等医院中的238名护理人员进行调查。结果护理管理者的变革型领导和护士的工作满意度都处于中等水平,两者之间呈正相关（P〈0.01）。结论通过提高护理管理人员变革型领导的知识和技能,可以提高护理人员的工作满意度。     

无锡市部分三级医院护士工作满意度的调查与分析

目的了解无锡市部分三级医院护士的工作满意度现状,为提高护士的工作满意度提供科学依据。方法自行设计调查表,对无锡市8所三级医院的2 057名护士的工作满意度及其影响因素进行调查。结果护士的工作满意度总体呈一般水平,影响其工作满意度的主要因素有护理工作量大、社会地位低、工资待遇低、职业发展机会少等。结论护士的工作满意度不高,管理者应予以高度重视,采取干预措施提高护理人员的工作积极性。     

Hospital nurse practice environment, burnout, job outcomes and quality of care: test of a structural equation model

Title. Hospital nurse practice environment, burnout, job outcomes and quality of care: test of a structural equation model. Aim. The aim of the study was to investigate relationships between nurse practice environment, burnout, job outcomes and nurse‐assessed quality of care. Background. A growing line of work confirms that, in countries with distinctly different healthcare systems, nurses report similar shortcomings in their work environments and the quality of care in hospitals. Neither the specific work environment factors most involved in dissatisfaction, burnout and other negative job outcomes, and patient outcomes, nor the mechanisms tying nurse job outcomes to quality of care are well understood. Method. A Nurse Practice Environment and Outcome causal structure involving pathways between practice environment dimensions and outcome variables with components of burnout in a mediating position was developed. Survey data from 401 staff nurses across 31 units in two hospitals (including the Revised Nursing Work Index, the Maslach Burnout Inventory, and job outcome and nurse‐assessed quality of care variables) were used to test this model using structural equation modelling techniques. The data were collected from December 2006 to January 2007. Results. Goodness of fit statistics confirmed an improved model with burnout dimensions in mediating positions between nurse practice environment dimensions and both job outcomes and nurse‐assessed quality of care, explaining 20% and 46% of variation in these two indicators, respectively. Conclusion. These findings suggest that hospital organizational properties, including nurse–physician relations, are related to quality of care assessments, and to the outcomes of job satisfaction and turnover intentions, with burnout dimensions appearing to play mediating roles. Additionally, a direct relationship between assessments of care quality and management at the unit level was observed.     

合同制护士工作满意度调查分析及管理对策

目的：了解东莞市合同制护士工作满意度的整体状况,寻求并采取合理的合同制护士管理对策。方法：对东莞市合同制护士随机抽样进行问卷调查,问卷内容包括护士基本情况、工作满意度等。结果：不同学历、婚姻状况及职称的合同制护士工作满意度有差别,不同职称的合同制护士在收入、工作任务、职业地位方面满意度均数之间的差异都有统计学意义。结论：有效提高合同制护士的工作满意度、稳定合同制护士队伍是提高医院护理质量的关键。     

全日制本科学历临床护士工作满意度与激励因素的相关性

目的提高护理管理者对全日制本科学历临床护士的管理效能,提高后者的工作满意度。方法采用问卷调查法对全国6个城市120名全日制本科学历的临床护士进行工作满意度及激励需求的调查,运用统计学方法分析其影响因素,并探讨两者的相关性。结果全日制本科学历的临床护士对目前所承担的工作量、医院所支付的薪资、工作忙碌程度、赋予独立发挥能力的机会、给予的晋升机会和经历不同事情的机会感到最不满意;激励需求7个测评类别中排位最前的分别是:优厚的福利、工作待遇,提供健康保险和养老保险,护士长关心下属、激励下属,护士长懂得授权、集思广益,友善舒畅的氛围,工作得到患者的称赞和同行的认可,提供可持续发展的职业生涯途径;个人资料中对工作满意度有影响的因素是最初工作目的和婚姻状况,对激励措施满意度方面有影响的因素是最初工作目的;激励措施满意度与工作满意度成正相关(P<0.01)。结论针对现阶段全日制本科学历临床护士工作不满意的现状,护理管理者应采取相应激励措施来激发其工作积极性,充分发挥其潜能,提高其工作满意度,促进护理队伍的稳定和高效运作。     

Factors influencing job satisfaction of front line nurse managers: a systematic review

Aim The purpose of this study was to systematically review the research literature that examined the determinants of front line nurse managers’ job satisfaction. Background Front line managers are the vital link between senior management and clinical nurses. They influence organizational culture and outcomes for patients and staff so their job satisfaction and ultimately retention is of importance. Evaluations A review of research articles that examined the determinants of front line nurse managers’ job satisfaction was conducted. These managers supervise staff nurses and have direct responsibility for the management of a nursing unit or team in any type of healthcare facility. Fourteen studies were included in the final analysis. Key issues Evidence of significant positive relationships were found between span of control, organizational support, empowerment and the job satisfaction of front line nurse managers. Conclusion The review suggests that job satisfaction of front line managers may be improved by addressing span of control and workload, increasing organizational support from supervisors and empowering managers to participate in decision‐making. Implications for Nursing Management Healthcare organizations may enhance the recruitment, retention and sustainability of future nursing leadership by addressing the factors that influence job satisfaction of front line managers.     

An analysis of the relationship between job satisfaction and job stress in correctional nurses

Stamps and Piedmonte's Index of Work Satisfaction and Harris's Nurse Stress Index were completed by 287 registered nurses employed in state prison health care facilities in order to assess job satisfaction and job stress among correctional nurses. Correctional nurses' expectations about job satisfaction were influenced by pay and autonomy. This finding was consistent with studies of hospital nurses. Important sources of job satisfaction were professional status and interaction with employees. Analysis of differences between expectations and sources of job satisfaction may provide understanding of career benefits and sources of dissatisfaction. Time pressures and organizational support and involvement were sources of stress. Multivariate analyses showed an inverse relationship between stress and job satisfaction. Information about job satisfaction and work stress and their correlates may be used to develop strategies to improve the recruitment and retention of correctional nurses.     

护士工作满意度对患者满意度的影响

目的:探讨护士工作满意度与患者满意度现状及两者之间的关系。方法:采用问卷调查法,分别对护士和患者进行调查。结果:护士工作满意度总分为(3.09±0.40)分,患者满意度总分为(3.99±0.48)分;除与同事关系这个因子外,二者各因子均相关(P<0.05,P<0.01);多元线性回归分析结果显示,管理对服务态度与主动性和工作能力这两个方面有其预测力(均P<0.01),工资及福利对关爱与沟通的预测力最大(β值为0.209),个人成长及发展对病区管理和健康教育这两个方面有其预测力(P<0.01,P<0.05)。结论:护士工作满意度与患者满意度呈正相关,医院管理者应努力提高护士工作满意度,从而提升患者满意度,取得医院内部员工与外部患者都满意的双赢效果。     

汕头地区护士工作满意度现状及影响因素调查研究

[目的]了解汕头地区护士工作满意度现状及影响因素,为提高护士工作满意度、稳定护理队伍提供科学的依据和建议。[方法]对汕头地区550名在岗护士进行问卷调查,问卷内容包括护士基本情况、护士工作满意度评定量表等。[结果]汕头地区护士工作满意度得分为3.22分±0.45分,处于中等水平,护士工作满意度8个影响因子得分从高到低依次是与同事关系、家庭/工作的平衡、工作被认可、工作负荷、管理、工作本身、个人成长及发展、工资及福利;护士工作满意度中不同婚姻状况、年龄、工作年限、编制、职称、职务/层级、所在科室、月值夜班数、月收入、择业原因差异性有统计学意义(P<0.01);护士管床数、周工作时数与护士工作满意度呈负相关(P<0.05),月收入、择业原因对护士工作满意度有显著影响(P<0.01)。[结论]汕头地区护士工作满意度不高,建议从护士工作待遇、工作条件和环境、在职培训、分层级使用等方面予以改善和提高。     

重庆地区护士工作满意度调查分析

目的调查重庆地区护士的工作满意情况,探索提高护士工作满意度的策略。方法采用课题组研制的护士工作满意度问卷,对分层随机抽样的23家医院的1 128名护士进行测评。结果护士工作满意度一般,平均为(150.614±23.276)分,最不满意的方面是"收入与福利"、"医院管理与政策"及"工作环境与压力"。满意度总值在受聘形式、护龄、技术职称、是否上中夜班、平均月收入的不同组别得分差异有统计学意义。结论建立健全护士工作满意度测评体系,消除不满因素,提高护士工作满意度,从而提高整体服务质量,提高患者满意度。     

电话回访患者护理不满意因素分析与对策

目的：通过电话回访对导致患者不满意因素进行分析,探讨更好地为患者服务使患者满意的对策。方法：选取2005年和2007年在西安市第一医院住院后出院的患者各1000例,通过电话回访比较患者对护士及护士长工作满意度情况,并分析导致患者不满意诸多因素。结果：2007年患者对护士、护士长的满意度都明显优于2005年,但在不满意的具体内容上两年度无显著性差异。结论：培养护士掌握护患沟通技巧时从患者角度出发,遵从、珍视患者的不同生活经历,使患者身心满意;将热情服务贯穿护理的全过程;加强护士“三基”水平,提高护士技能;开展多种形式健康教育模式,满足不同层次患者需求;加强对实习生的管理;提高护士长管理水平。